Thomas B Ayres, Kristin L Ray, Aimee M Hoflander, Angela L Myers
{"title":"More than a free snack: benefits of mobilized resources and socialization for pediatric healthcare workers.","authors":"Thomas B Ayres, Kristin L Ray, Aimee M Hoflander, Angela L Myers","doi":"10.3389/frhs.2026.1958370","DOIUrl":null,"url":null,"abstract":"<p><strong>Introduction: </strong>Addressing the burnout epidemic in the healthcare workforce is a primary concern of the modern healthcare organization and recognized across researchers and leaders of nations. This study aims to test whether a mobilized micro-break intervention, the Wellbeing on Wheels (WOW) Cart, improved health care worker (HCW) energy perceived organizational support and work engagement.</p><p><strong>Methodology: </strong>This study was conducted at an independent children's hospital in the midwestern United States. Between August and September 2024. A total of 367 pediatric HCWs completed our survey. IBM's SPSS was used to analyze the data using <i>t</i>-tests, ANOVAs, linear regression, and polynomial regression to test our hypotheses and <i>post-hoc</i> analyses.</p><p><strong>Results: </strong>The results of this study show that energy (<i>t</i> = 32.35, <i>p</i> < .01, Cohen's <i>D</i> = 1.33), perceived organizational support (<i>t</i> = 17.40, <i>p</i> < .01, Cohen's <i>D</i> = .92), and work engagement (<i>t</i> = 20.56, <i>p</i> < .01, Cohen's <i>D</i> = 1.08) significantly increased following a visit by the WOW Cart. Further, we found that both changes in energy (<i>β</i> = .44, <i>p</i> < .01) and perceived organizational support (<i>β</i> = .32, <i>p</i> < .01) predicted increases in work engagement (<i>R</i> <sup>2</sup> = .35, <i>p</i> < .01). Our <i>post-hoc</i> analyses revealed nurses had a greater energy benefit [(<i>F</i> <sub>(2, 276)</sub> = 2.96, <i>p</i> < .05] compared to nurse practitioners (<i>M</i> <sub>diff</sub> = .82, <i>p</i> < .05) and physicians (<i>M</i> <sub>diff</sub> = .55, <i>p</i> < .05), but no difference between job roles for perceived organizational support [(<i>F</i> <sub>(3, 281)</sub> = .47, <i>p</i> = .71] and work engagement [(<i>F</i> <sub>(2, 283)</sub> = 1.77, <i>p</i> = .15]. Further, we found an exponential increasing benefit from the degree of change in energy for work engagement (coeff. = .53, <i>t</i> = 2.949, <i>p</i> < .05). Additionally, we found a linearly increasing benefit from the degree of changes in perceived organizational support for work engagement (coeff. = -1.88, <i>t</i> = -4.433, <i>p</i> < .01).</p><p><strong>Conclusions: </strong>This study highlights that resource-based micro-breaks may be a viable option for effective HCW well-being intervention. Moreover, interventions can be brought to point-of-care areas. Additional research should determine how long these improvements last.</p>","PeriodicalId":73088,"journal":{"name":"Frontiers in health services","volume":"6 ","pages":"1958370"},"PeriodicalIF":2.6000,"publicationDate":"2026-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC13616936/pdf/","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Frontiers in health services","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.3389/frhs.2026.1958370","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"2026/1/1 0:00:00","PubModel":"eCollection","JCR":"Q3","JCRName":"HEALTH CARE SCIENCES & SERVICES","Score":null,"Total":0}
引用次数: 0
Abstract
Introduction: Addressing the burnout epidemic in the healthcare workforce is a primary concern of the modern healthcare organization and recognized across researchers and leaders of nations. This study aims to test whether a mobilized micro-break intervention, the Wellbeing on Wheels (WOW) Cart, improved health care worker (HCW) energy perceived organizational support and work engagement.
Methodology: This study was conducted at an independent children's hospital in the midwestern United States. Between August and September 2024. A total of 367 pediatric HCWs completed our survey. IBM's SPSS was used to analyze the data using t-tests, ANOVAs, linear regression, and polynomial regression to test our hypotheses and post-hoc analyses.
Results: The results of this study show that energy (t = 32.35, p < .01, Cohen's D = 1.33), perceived organizational support (t = 17.40, p < .01, Cohen's D = .92), and work engagement (t = 20.56, p < .01, Cohen's D = 1.08) significantly increased following a visit by the WOW Cart. Further, we found that both changes in energy (β = .44, p < .01) and perceived organizational support (β = .32, p < .01) predicted increases in work engagement (R2 = .35, p < .01). Our post-hoc analyses revealed nurses had a greater energy benefit [(F(2, 276) = 2.96, p < .05] compared to nurse practitioners (Mdiff = .82, p < .05) and physicians (Mdiff = .55, p < .05), but no difference between job roles for perceived organizational support [(F(3, 281) = .47, p = .71] and work engagement [(F(2, 283) = 1.77, p = .15]. Further, we found an exponential increasing benefit from the degree of change in energy for work engagement (coeff. = .53, t = 2.949, p < .05). Additionally, we found a linearly increasing benefit from the degree of changes in perceived organizational support for work engagement (coeff. = -1.88, t = -4.433, p < .01).
Conclusions: This study highlights that resource-based micro-breaks may be a viable option for effective HCW well-being intervention. Moreover, interventions can be brought to point-of-care areas. Additional research should determine how long these improvements last.
引言：解决职业倦怠流行病在医疗保健人员是现代医疗保健组织的主要关注和公认的研究人员和领导人的国家。本研究旨在检验移动微休息干预，车轮上的健康（WOW）推车，是否提高卫生保健工作者（HCW）的能量感知组织支持和工作投入。方法：本研究在美国中西部一家独立的儿童医院进行。在2024年8月到9月之间。共有367名儿科卫生保健员完成了我们的调查。采用IBM SPSS软件对数据进行分析，使用t检验、方差分析、线性回归和多项式回归来检验我们的假设和事后分析。结果:这项研究的结果表明,能量D (t = 32.35, p = 1.33),组织支持感(t = 17.40, p D =。92)，工作投入（t = 20.56, p D = 1.08）在WOW购物车访问后显著增加。进一步，我们发现两者的能量变化(β =。44、p β =。32 p R 2 =。35， p事后分析显示护士有更大的能量效益[(F (2,276) = 2.96, p M diff =。82、p M diff =。55, p F(3,281) =。47, p =。71]和工作接触[(F (283) = 1.77, p =酒精含量)。此外，我们发现工作投入能量的变化程度带来了指数级增长的收益（coeff. =）。53, t = 2.949, p = -4.433， p结论：本研究强调基于资源的微休息可能是有效的HCW幸福感干预的可行选择。此外，可以将干预措施带到医疗点。进一步的研究应该确定这些改善能持续多久。
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